700 - Personnel Policies

In circumstances where no official campus policy is in place under Section 700, the University of Montana Western will follow policy of the University of Montana-Missoula to the extent it agrees with UMW’s procedures.

The University of Montana Western utilizes an Incentive Award Program to recognize and monetarily reward employees and students for suggestions improving the effectiveness of University affairs or services to the public and/or students.

This policy is adopted pursuant to Board of Regents Policy 770 Conflict of Interest, and applies to all contract administrators, professionals, faculty, and staff making financial and business decisions daily including all Business Services, Financial Aid and Registrar personnel and Bookstore management at the University of Montana Western. Faculty or other employees working less than half-time are exempt from submitting the annual Disclosure, but nonetheless are required to comply with the policy.

The University of Montana Western prohibits relatives by certain degrees of blood or marriage, per State statute, from being employed in any position in which one relative would have a supervisory relationship over the other or be in a position to influence the employment of the other by reasons of relationship rather than of merit.

The University of Montana Western recognizes the potential value of making available to the community the professional competence and technical knowledge of administrators and other professionals through outside employment.

No property/equipment of the University of Montana Western may be used by anyone other than for official business purposes incidental to and in the course of employment with UMW, except as allowed under BOR Policy 401.1 Consulting Services-Faculty.

The University of Montana Western rigorously pursues affirmative action to provide to all people the equal opportunity for education, employment, and participation in University activities without regard to race, color, religion, national origin, creed, service in the uniformed services (as defined in state and federal law), veteran status, sex, age, marital or family status, disability, or sexual orientation and seeks to employ and advance in employment qualified veterans, disabled veterans, and under-represented minorities.

The University of Montana Western performs reference checks for employment applicants during its hiring process as well as providing information to UMW employees who are contacted as references for others.

A University of Montana Western employee may request a leave of absence without pay; such leave may be granted at the discretion of the supervisor and the Vice Chancellor for Administration & Finance/Student Affairs. If leave without pay is granted, it will be administered in accordance with established Human Resource Services policies and collective bargaining agreements.

The University of Montana Western supports and encourages women who wish to breastfeed or express milk and has adopted the following procedure to provide nursing mothers with adequate space to breastfeed or express milk.

Board of Regents’ approval is required to appoint or change the employment status of certain faculty and administrative/professional employees of the University. Regents’ approval is granted through submission of the personnel transactions on the Board of Regents’ Consent Agenda.

The Vice Chancellor for Administration & Finance/Student Affairs is responsible for developing and administering recruitment procedures for staff positions according to the guidelines of the University of Montana Western's established Affirmative Action Plan, EEO guidelines, Collective Bargaining Agreements, and other relevant state and federal regulations.

Permanent staff at The University of Montana Western are subject to a six-month probationary period. During that period, employees may be terminated for any reason without a showing of cause and without recourse to any grievance procedure.

The University of Montana Western policy states that all persons will receive equal opportunity for employment and all employment decisions, personnel actions, and administration of benefits to students and employees rest exclusively upon criteria that adhere to the principle of equal opportunity.

The University of Montana Western is committed to helping employees balance their work and family responsibilities. To support their efforts, administrators and supervisors are encouraged to consider employee-initiated alternate work schedules, assignments, or other special arrangements. Alternatives discussed in this policy are not intended to be all inclusive.

The University of Montana Western shall administer employment of temporary employees in accordance with established procedure, federal and state regulations, and relevant collective bargaining agreement provisions.

The University of Montana Western shall administer employment of seasonal and intermittent employees in accordance with established procedure, Federal and State regulations, and relevant Collective Bargaining Agreement provisions.

In compliance with the Drug-Free Workplace Act of 1988, The University of Montana Western is committed to providing a drug-free workplace. The unlawful manufacture, distribution, sale, possession, or use of a controlled substance in the workplace or while conducting University business is prohibited.

The University of Montana Western provides a grievance process whereby any faculty member, student, staff member or applicant for admission to or employment alleges discrimination with any program, activity, or organization conducted, sponsored, or contributed to by the University or regarding any University policy or regulation or any official action of any University employee.

The University of Montana Western has established standards for the administration of exempt compensatory time for University employees not subject to the overtime provisions of the Fair Labor Standards Act (FLSA).

An employee’s position title(s), duration of employment, and salary are public information and must be released on request. Other records are confidential and access to them is limited, as set forth in established University and Human Resources procedures and applicable collective bargaining agreements.

The University of Montana Western allows telecommuting, the practice of working from home or another work site instead of physically traveling to the office, as a work alternative to employees when it would benefit both the University and the employee.

The University of Montana Western may employ minors (i.e., individuals under 18 years of age) in certain types of work in compliance with state and federal laws. Under Montana law, the University may not employ a minor who is under 14 years of age.

In the event of emergency caused by severe weather conditions or a natural or an unnatural disaster, the Chancellor may close the University of Montana Western to protect the health and safety of the students and employees. The Chancellor will determine when the emergency has ended and the University should be reopened.

The University of Montana Western requires each new employee to designate a person to receive the final payment by state warrant for any wages or benefit due the employee by the University at the time of the employee's death.